Air-traffic controllers, many of which are just beginning to reach retirement age, are retiring at a much faster rate than expected. Though it was known that many controllers are becoming eligible for retirement given the mass hiring that took place following the 1981 firing of 12,000 air-traffic controllers by President Reagan, the pace of the exodus is far higher than anyone predicted. The crisis has not only led to more delays in air travel, it is a major cause for concern over the safety of airline travel. In a recent New York Times article, a retired air-traffic controller stated that, "It's amazing that [a catastrophic accident] hasn't happened so far. The staffing issue has a direct impact on the safety of the public. It has to."

Staffing emergencies have been declared in 'high-intensity facilities' that include Atlanta, Chicago, Dallas, New York, and Southern California. Staffing issues in general are being blamed for about 25% of the travel delays around the country. It is a horrific development and brings a whole new intensity to the alarms being sounded over the issues surrounding retiring baby-boomers.

Article by Toby Dayton and courtesy of Diggings, a blog about recruitment advertising, media, publishing, HR, work, & technology, among other things.

Posted by Candice Arnold on February 27, 2008 at 6:34 PM | Leave a Comment (0)

Wireless will never completely supplant wired communication because there will always be walls, tunnels, weather, interference, dead spots, and other generally unpleasant inclement conditions that contribute to the "Can you hear me now?" syndrome.

Wireless communication is still too nescent to replace hard wired communications reliability and security. While fiber optic lines are almost impossible to tap, wireless communications are not as secure or reliable as wires. Wireless may be great in an office setting, but if you look at a WAN scenario, a signal would have to complete too many jumps in order to traverse large distances using an inordinate amount of power and establishing an unreasonably high service cost.

Some cities have gone completely wireless by installing Wi-Fi city wide, yet no one has mentioned that such amounts of microwave radiation may not be very healthy in the long run. Also, due to the relative short range of existing wireless devices, more such devices need to be deployed to create "hot zones" where dead spots are not a problem.

Looking into the future, I cannot image that a wireless device will ever be able to carry the same volume of information, at the same speed, reliability, and security as an optical cable.

By: Gene Leshinsky, The Boston Technical Recruiter

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Lisa Colbert, CollegeRecruiter.com on February 27, 2008 at 9:49 AM | Leave a Comment (0)

The balance needs to be established on a case by case basis. One enterprise may find it useful to have a thin client infrastructure if they are running a high volume of highly repetitive tasks that rely on the same application or database to function as for example a call center.

The thin client is a good security tool as it would lock a client to have only the software that was necessary to access the server and would not allow users to change settings or adjust features that may open security gaps. Productivity may be increased if workers are thus forced to work within a single application.

The scalability of a thin client environment is also much improved in an environment where the server would not need to handle too many different applications and everyone is using the same portal to access the host. Yet you could add many clients to the server without much cost. The cost of upgrading the host may be larger, but the trade off in the greater agility would offset this cost.

A more decentralized architecture allows for a more robust development environment where each client has the applications and the data storage that the particular employee needs. If the client is working remotely, it may not be advantageous to transfer large volumes of data that can be stored on the client and use the server for smaller messaging needs, while leaving the heavy processing on the client machine. Backups are also important while it may not be efficient to store everyone's work on a central server as opposed to individual desktops. Redundant backups between the client and the server ensure that the loss of one system will not halt the business process.

Thin - client architectures may be reminiscent of the old mainframe, but it seems they play a more fragmented role even in a highly centralized environment. Instead of having one mainframe do all the lifting, there are several servers that are working with clients, delivering data that the particular group of clients needs, rather then having every computation performed by the same machines.

By: Gene Leshinsky, The Boston Technical Recruiter

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Lisa Colbert, CollegeRecruiter.com on February 27, 2008 at 9:37 AM | Leave a Comment (0)

I'm a firm believer that a job search is largely about sales and marketing. No matter what role you're seeking, essentially the job search is about selling yourself and the value you can contribute to each prospective employer that you contact. And the employer also needs to sell you on the benefit of you working for them. But if you're an active job seeker, you need to get their attention first. And your resume and cover letter are your advertisements that should be strategically designed to capture the attention of a hiring manager or recruiter and to showcase the benefits of having you in their business.

A lot of job seekers make the key mistake of focusing not on what they can contribute, but what they'll get out of the deal if they're hired. Of course, the package you get (salary, vacation time, benefits, incentives, etc.) is important, and there is a time to focus on that discussion. But first you need to show what the employer receives as a return on their investment in you.

You've probably heard the old expression "sell the sizzle, not the steak." In other words: sell on benefit, not on features. One of the best examples of this that I've seen live and in person through the course of my career happened when I was a sales manager for a conference company in Tokyo. We were selling strategic business conferences, and they weren't cheap. They certainly didn't sell based on price alone. It was the benefit that guests received by attending - the current, relevant information from experts in the field, high-level networking, peer recognition, etc. Scott Ragsdale, now CEO of Naseba, was the sales director at that time, and on his blog he re-tells the story here:

Black Gucci Loafer

If you think about it, the average resume is filled with features. This is mostly in the form of rehashed job descriptions, tasks and responsibilities (especially that overused phrase "responsible for" ...when I see that I feel like the job seeker is responsible for making me yawn).

To make your resume sell your sizzle, pack it with action (such as action verbs instead of passive verbs), focus on accomplishments, quantified with numbers wherever possible, and show how you went above and beyond the so-called job description. Then, in your cover letter, show your enthusiasm and how you intend to perform in your new role (another sales technique - "assume the sale," or confidently assume that they have been waiting just for you). Spell out the benefits you have to offer and sell prospective employers on what they will get if they hire you (and you accept their offer), and you'll automatically set yourself apart from the job seekers who don't. This is not just for sales positions, either.

So are you, as a job seeker, an overpriced shoe or an exclusive, benefit-laden "must-have"?

Put another way, are you a generic round peg for the round hole of their job description? Or are you an overdelivering, one-of-a-kind superstar that will help them increase revenues, reduce costs, attract more (and better) clients, with a unique perspective that radiates success and desirability?

To your success,

David B. Wright
Author, Get A Job! Your Guide to Making Successful Career Moves

Article by Jim Stroud, "The Job Search Strategist" providing strategies, tips and tutorials on how to find work and advance your career.

Posted by Candice Arnold on February 26, 2008 at 9:21 PM | Leave a Comment (0)

Did you know that the key to career success may be in how much sleep you get? Sound strange, but check out this article on "Power Napping" its a growing trend.

Man has constantly striven to develop new techniques to allow him to achieve more in life. From the early Greek philosophers, through to creative geniuses such as Beethoven, Da Vinci, Dali and Einstein one recurring technique has been "napping."

Now, "powernapping" has taken corporate America and Japan by storm. Workers are actively encouraged to take breaks in their day and have a nap; they are even sent on courses to learn how to do this!

Apparently you're never too big to take a nap. Today, napping is a health trend, a workplace perk, even an art form. Children do it, students do it, even educated Corporate Chairmen and CEO's do it.

British Airways
Nike
Union Pacific Railroad

Now, "powernapping" has taken corporate America and Japan by storm. Workers are actively encouraged to take breaks in their day and have a nap; they are even sent on courses to learn how to do this!

Apparently you?re never too big to take a nap. Today, napping is a health trend, a workplace perk, even an art form. Children do it, students do it, even educated Corporate Chairmen and CEO?s do it.

Powernapping With Pzizz
Pzizz uses a complex mathematical formula, or ?algorithm?, based on structured random selection. This means that although the processor follows a certain path ensuring a full experience each time, the data it selects and subsequently delivers along the route is selected in a random manner making each nap different to a period of time you determine.

What Does This Mean?
Simply put, every time you press "play", pzizz will mix a new nap for you while you listen, so that you never hear exactly the same thing twice! This has several benefits, the foremost of which is the consistent active stimulation of the subconscious through novel but recognizable input.

The algorithm draws from the three levels of data files (words, music and sound effects) stored in each program, and mixes them together each time the start button is pressed, resulting in literally billions of combinations of sounds.

This unique system enables pzizz to achieve several things that normal linear tapes and nap techniques cannot. We have the strength of association when the conscious/subconscious hears the ident ("identifying sound") and introductory music, but instead of making a decision to switch off, we keep the subconscious active by virtue of the random nature of the program that follows.

Neuro Linguistic Programming
Pzizz combines Neuro Linguistic Programming (NLP), enchanting music, sound effects and a binaural beat to achieve a wonderfully relaxed state in the listener, similar to that experienced during the Rapid Eye Movement (REM) stage of sleep.

Neuro Linguistic Programming is defined as the influence of language patterns on the brain. It shows us how language patterns program our minds and form our views. NLP is a system in which the brain is viewed as a computer that can be reprogrammed to think and feel in a way that helps people achieve specific goals.

This means that with the structured language patterns within pzizz we can achieve a change in the state of the body and mind with a lasting post-experience effect.

What Are Binaural Beats?
Binaural beats are auditory brainstem responses which originate in the superior olivary nucleus of each hemisphere. They result from the interaction of two different auditory impulses, originating in opposite ears, below 1000 Hz and which differ in frequency between one and 30 Hz (Oster, 1973).

For example, if a pure tone of 400 Hz is presented to the right ear and a pure tone of 410 Hz is presented simultaneously to the left ear, an amplitude modulated standing wave of 10 Hz, the difference between the two tones, is experienced as the two wave forms mesh in and out of phase within the superior olivary nuclei.

This binaural beat is not heard in the ordinary sense of the word (the human range of hearing is from 20-20,000 Hz). It is perceived as an auditory beat and theoretically can be used to entrain specific neural rhythms through the frequency-following response (FFR) - the tendency for cortical potentials to entrain to or resonate at the frequency of an external stimulus.

Thus, it is theoretically possible to utilize a specific binaural-beat frequency as a consciousness management technique to entrain a specific cortical rhythm.
Pzizz hardware and pzizz software form part of a remarkable new system that is designed to help you achieve certain goals in life in the fastest, most effective way possible.

It is when in this relaxed state that the subconscious is most open to positive suggestion, and this is where the expertise of Michael Breen, one of the World?s foremost NLP Master Trainers, comes into play. His voice will guide you through the program of your choice, providing you with all of the benefits of a "one-on-one" private session in the comfort of your home or office and without any effort from you.

Scientific Proof & Studies
IP Clinic, Marin County, California. Researchers announced today the results of an a 25 year study on the effects of napping in industrial and post-industrial nations. The study's outcome was clear - "for 92.5% of workers, an afternoon nap increases their productivity, and their creativity and problem solving skill." In layman's terms, they not only get more done, but their work is better, too.

Antonia Will, Ph.D. and head of the prestigious MW Institute for Chronobiology, reported the findings at this week's Circadian Rhythm Kings Conference. Her study titled, Sleep cycle distortion through industrial work hours and its effect on productivity and just general crabbiness, was hailed as a landmark by the leaders of the scientific community.

Article by Jim Stroud, "The Job Search Strategist" providing strategies, tips and tutorials on how to find work and advance your career.

Posted by Candice Arnold on February 26, 2008 at 8:55 PM | Leave a Comment (0)

Early indications point to a good job market for the Class of 2008, according to the Winter 2008 issue of Salary Survey, a quarterly report published by the National Association of Colleges and Employers (NACE).

Although early data are limited, the overall average starting salary offer reported in this issue of Salary Survey is 4 percent greater than the average starting salary offer in the Winter 2007 report.

"It is important to recognize that this overall average masks some variations among different academic disciplines and among majors within those disciplines," says Ed Koc, NACE director of strategic and Foundation research. "Still, at this early juncture, our data suggest that new college graduates are in demand."

Among the business disciplines, the average offer to accounting grads rose by just 1.9 percent over last year at this time to $47,413. Finance grads saw the same increase, raising their average offer to $48,795. Business administration/management graduates saw almost no movement in their average offer, which ticked up less than 1 percent to $43,823. Marketing graduates, however, enjoyed a healthy increase of 5.2 percent, bringing their average salary offer to $43,459.

Many graduates with technical degrees saw more robust increases in their average starting salary offers. For example, the average offer for computer science majors rose 7.9 percent from $52,738 last year at this time to $56,921.

Many engineering graduates also saw larger-than-average increases. As a group, they enjoyed a 5.7 percent boost, raising their average salary offer to $56,336. Chemical engineering grads saw the biggest increase; their average offer rose 6.2 percent to $63,749. The average offer to civil engineering grads rose 4.8 percent to $49,427. The increase for electrical engineering graduates is more modest--3.5 percent, bringing their average salary offer to $56,512. Mechanical engineering grads also saw a modest increase; their average offer rose 3.4 percent, bringing it to $56,429.

Liberal arts graduates, as a group, started the year on a high note with a 9 percent increase, bringing their average starting salary offer to $33,258. (Note: Due to limited data on these grads at this time, individual majors cannot be examined. NACE will continue to track the average salary offers for liberal arts graduates throughout the year.)

NACE monitors the job market for and salary offers to new college graduates throughout the year; NACE expects to release its next job market update in March, and will publish its next salary report in April.

Since 1956, the National Association of Colleges and Employers (NACE) has been the leading source of information about the employment of college graduates. NACE maintains a virtual press room for the media at www.naceweb.org/press/.

Posted by Candice Arnold on February 26, 2008 at 6:58 PM | Leave a Comment (0)

Jason Alba has a thought provoking post over at the JibberJobber blog. He speaks of a VP he met on a trip - they discussed how difficult it is to have been fired and to then enter a new job with any kind of loyalty. Jason said he didn't think he could have that kind of loyalty again. The VP said, 'Sure you will have loyalty. But you'll be cautiously optimistic.'

I think "cautious optimism" is a great response to a job market in flux. With C-level tenures shrinking to three years and under (CMOs are trending at just about 18 months!) loyalty tempered with cautious optimism for the length of employment sounds just about right.

Of course that doesn't mean one should be cautiously optimistic about doing the job - doing the job requires loyalty to the team and full-out optimism and energy.

In my comment on Jason's blog post I suggested that for savvy career activists who know that they must be prepared to move at anytime, a good phrase might be "Cautiously optimistic. Change ready."

What do you need to do to create your own career (not job) security?

Are you change ready?

By Deb Dib and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on February 26, 2008 at 5:13 PM | Leave a Comment (0)

No one decides to be a failure. But does that mean we all decide to be successful? Not truly. Most of us want to be live happy lives and be successes in our work, but few of us take the time to define what success is, to us personally. And if we haven't defined what we want, how can we ever get it?

Now's the time to take pen or keyboard in hand and write out exactly what success means to you. Here are a few ideas to get you started:

1. Success is doing your job well. Really well. Being good at something is a true and deep pleasure.
2. Success is working in a field you feel good about. When you go to a party and someone asks, So what do you do? pay attention to how you react. Are you quick to respond, happy to share? Or do you hesitate, or become vague, or change the subject?
3. Success is earning the amount of money that makes you happy. No less. And, weirdly, no more. Anything above enough to live on, plus some for playing and some for saving, quickly just becomes all about more stuff. It's a simple fact that more stuff does not make you happy.
4. Success is passion. It's doing what drives you, inspires you, energizes you.
5. Success is making a difference. Everyone wants to "leave a legacy." Some jobs result in a clear product you can point to and say, This is what I did. A lot do not. The key is to do whatever you do well and with love. Add to the sum total of human happiness in the world and you will be leaving a valuable legacy.
6. Success is when you can give from your abundance. You have so much time, money, energy, and love that you are able to give some away! Cool. As you work to be successful you'll find that success is a process, not a fixed point. It's sort of a moving target. You never "get there." So ít's hugely important that you enjoy the process, that it makes you happy. Which leads to this important final point: A lot of people say that if you are successful you will be happy. But it's the other way around. If you are happy, you will be successful.

By: Karen Burns, Author of Working Girl

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Lisa Colbert, CollegeRecruiter.com on February 26, 2008 at 12:34 PM | Leave a Comment (0)

A society that puts equality... ahead of freedom will end up with neither.
-- Milton Friedman (US economist)

The same is perhaps true for equality between men and women at work. The struggle should not be focused towards equality of pay or equality at work for the two genders but rather for the freedom [for women to work].

Women have played, will continue to play, the traditional role [that has] been defined and, for quite some time, it will be true that women will be the ones bearing children and nurturing their families. It is not an imposition but the human instinct.

The companies and employers have to facilitate the working women and working mothers with the freedom of choice thus enabling them to bring more stability to society.

Women have a major role in shaping society and the future; if the employers have to help in building a better future for us all, the power of choice in employment must be available to every working mother.

To attain freedom and satisfaction in life, [a balance between] work and family life is a must.

Freedom comes from choice, the ability to choose what works best for us. The companies and future employers have to provide that choice; it must be a policy for the companies who believe in the freedom of choice.

For some families the mothers have a choice to work or not, though for much of the middle class all round the world and for single mothers, this is a not a choice it is a requirement, a daily struggle to [make] ends meet or take care of the financial needs of a family.

Our workplace today is not conducive and non-supporting to women who want to manage their families and careers. Why is it so that a woman has to rethink her priorities to rejoin her career after motherhood?
What can the government and the future workplace culture do to not only make the transition back to the workplace easier, but also not to let women opt out of their careers in the first place?

A major shift in perspective of employers is required. Some of the companies in the 21st century have taken legitimate steps to further this cause and help women with flexibility at work but this needs to be a major movement not only in one country, but elsewhere in the developing countries where the situation would be at similar crossroads soon enough.

In an interesting survey carried by Sylvia Ann Hewlett in 2001, she quotes in an article:
"Thirty-three percent of high-achieving women are childless at ages 41-55, and this figure rises to 42 percent in corporate America and 43 percent in academe."

Could this be related to the work pressure or pressures of a demanding career? A full time career and the busyness of life have [caused] many a woman [to delay] motherhood until a later stage in their lives. Women delay having children because they know or believe that their careers could be at a standstill or somehow perish if they started a family. Could this scenario change if the choices were available to women upfront? This can change if the women know that getting back into the workforce is not a struggle anymore. Or if the mothers want to work part-time and flex-time they know that they would be welcome and not be as apprehensive as we are today.

The revolution is already happening, the freedom to make a choice for your career is with you. But it is also the responsibility of the employers in this century to step forward and be a part of the revolution and support the demand for working flexible hours and part-time through programs that support women - not only in one country, but all through the world efforts are still needed on war footing to empower women and thereby to help strengthen society.

What needs to change in workplace policies are the options and freedom to choose to work flexible hours, to have and maintain a good work-life balance for a stable family and workplace environment.

By providing such choices we are empowering society - towards balance and happiness.

The Equal Opportunities Commission (EOC) report, Sex and Power: Who Runs Britain? 2007, says, "asking for flexible working still spells career death for too many women in today's workplace, and as a consequence women with caring responsibilities all too often have to 'trade down' to keep working. Extending the right to ask for flexible working to everyone in the workplace would change that culture and enable more women to reach the top".

Article by Shweta L. Khare, founder and president of Careerbright and Speakbright and courtesy of Careerbright blogspot

Posted by Candice Arnold on February 25, 2008 at 9:36 PM | Leave a Comment (0)

In today's world of digital personal branding online, there are increasingly more and more platforms where we can express our expertise online, from Facebook, LinkedIn and Ziggs to your own business blog or corporate website.

But how do you ensure your personal profile is compelling, magnetic and engaging?

Developing a great online profile is critical in the world of "Career Search 2.0" or "Client Attraction 2.0", yet so often the profiles we read about people are boring, long winded or unimpressive.

The second page that people look at on your website or business blog is often your personal profile - but are you confident your personal profile reflects the very best of who you are?

Interestingly, Des Walsh, business coach and social media consultant emailed me just yesterday on this subject, pointing out how few of the business blogs in the finals of the Irish Blog Awards have details about their authors.

David Petherick, the Digital Biographer, says:

"Your online profile is your first, and often your last chance, to make a positive and credible impression online. It's a combination of a sales pitch, a personal presentation, a business card, a brochure, a personal statement, a list of recommendations, a mini web-site, and a wave from across the room."

"It has a lot of work to do!"

But where do you start?

Well, why not make a start TODAY and join me on this week's "Biz Growth Live" call when I will be getting David to 'spill the beans' on how to perfect your personal online profile so that it is compelling, magnetic and engaging.

I have a list of questions for him, but what would YOU most like to know about writing a compelling online profile to reflect your personal brand and help you to attract the response you desire? (be that from a potential client, the media or even your future boss!).

Post YOUR questions about how to create a compelling online profile for David and me here if you want it to be confidential or at the bottom of this blog post.

If you have not already registered, mouse on over to Biz Growth Live and register today - we will email you the access phone number later today.

Remember it is FREE to attend - I will make an extract available as a podcast in a few weeks time, but the full interview recording will only be available to the Biz Growth Gym mastermind group.

Article by Krishna De and courtesy of Biz Growth News blog

Posted by Candice Arnold on February 25, 2008 at 8:33 PM | Leave a Comment (0)

How to Leave a Job the Right Way

After months of endless resume submissions, you finally aced that interview and scored a gig that pays you $9k more a year. Good for you! You're already dreaming about those final two weeks at your current job. You'll tell people how you really feel. And if they ask you to do something annoying, you'll be damned if you grin and bare it.

Not smart.

The final two weeks at a job are never easy. There are many psychological issues at play - including detachment - coming from both you AND your colleagues. It never ceases to amaze me how differently people tend to act when you're on the way out.

Be ready for it.

Some folks will be genuinely happy for you. Others will be downright jealous. You must keep in mind that you had the courage/luck to get out of the trenches. Those who are still there are reminded that they are "stuck." Believe it or not, most people do not have the initiative to make a job/career change. Aside from that, you are "abandoning" the team - immediately making you an outsider for those final two weeks. IMMEDIATELY. Don't let anyone walk all over you or treat you poorly, but be cognizant of their position and a bit more understanding than you might normally be. Your gain is their loss.

Leaving a job, while thankfully not a common practice for most of us, is an art form. Here are some tips to make sure you exit your job gracefully.

Spin Control - You've already submitted your two weeks notice (in writing) to your supervisor. Now you must start the PR campaign. Once your supervisor has been notified, make sure they let upper management know of your decision as soon as possible. In all cases, you want the news that you are leaving to come from YOU, that way you can control the story's "spin." Many supervisors will ask you to not say anything to your colleagues. I recommend extending a reasonable grace period (a full business day or more depending on whether or not the proper players are present at the office). Information is power. It's YOUR life and you want to make sure you represent your decision in the best light possible.

Pedal to the Metal - Be nice, more approachable and work harder than ever before. It's your name and reputation and you know how important last ones are. The final moments are the ones everyone remembers most; give them your all.

Varying Goodbyes - Give everyone a proper goodbye. You have different levels of relationships with everyone; a mass e-mail won't do the trick. Just take a look at these goodbye letters gone wild. Make the rounds in person. Shake hands, make eye contact and visit everyone you had business with before you depart. Individual, hand-written thank you cards are a nice touch for supervisors or people you truly learned from. No gifts, please.

Party Smartly - Be gracious at your goodbye party and do not get drunk or turn it into a BashFest. Whether it's a cake shared around the conference room table or after-work drinks at the local pub, leave on a positive note - without rubbing it in anyone's face. You will instantly become a magnet for people to spill their guts. Listen with a tender ear and bite your lip.

Please subscribe to the Jobacle blog.

Get a Letter - Getting a reference letter before you leave is very important. The earlier you do it, the easier it is to ask. Who do you ask and what should the letter contain? Download episode #61 of the Working Podcast for answers!

Postmortem - After you leave a job, stay in touch with people in regular intervals. Don't just make social network requests - actually keep in touch. We're not suggesting you use people, but it is soooo transparent when I find "Hey man, what's up? Long time no speak!" in my inbox. Inevitably, it's often followed by e-mail #2 "Just wondering if there are any openings..." If you check in every so often, folks are more apt to give you a helping hand.

Put a Pretty Bow On It - Don't become a mess at the eleventh hour. Tie up all loose ends. Finish every task, return every item, clean out your computer, and leave your desk nice and neat for the next victim. It's your name and your reputation. Oh, people will still talk smack about you, but give them less opportunities to put you down when you're gone.

Walk the Line - Many organizations feel they haven't made you suffer enough so they have you participate in one more painful exercise: the dreaded exit interview. Here's your chance to "help the company learn what they are doing right and wrong." It's so tempting to take that parting shot at that supervisor who made your life a living hell. It's like you're standing safely on the other side of the bridge and they've handed you a match and some gas and they're saying "c'mon, punk, go for it!" Tread lightly, friends. You might want to be a little truthful when it comes to negative items, but as with anything else, these folks will take your comments personally and might use them against you if you call on them as a reference.

As Dylan Thomas so eloquently stated in one of the only poems I can ever remember: Do not go gentle into that good night...

Even the best employees are replaceable and forgotten. Yes, even you. Remind yourself of that every single day as you wind down your final two weeks. Good luck!

Article by Andrew G.R. and courtesy of jobacle.com - your cure for carbon copy career advice!

Posted by Candice Arnold on February 25, 2008 at 7:07 PM | Leave a Comment (0)

Recently a client asked me if I knew of an online "test" that would "determine" if a person is addicted to the Internet. He indicated that he was concerned about his buddy who spends countless hours online and from his perspective, it's taking a toll on his friend's job search success, relationships, health, and life, in general.

In researching resources, I stumbled upon a "test" called the Internet Addiction Test. According to the questionnaire's website:

"The Internet Addiction Test is the first validated and reliable measure of addictive use of the Internet. Developed by Dr. Kimberly Young, the IAT is a 20-item questionnaire that measures mild, moderate, and severe levels of Internet Addiction." Click here to take the test.

By billiesucher and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on February 25, 2008 at 6:51 PM | Leave a Comment (0)

Normally I don't use this blog to rant and I actually have a great topic that I could be blogging about but I am so frustrated that I am going to rant today. What am I so mad about? Clients who blow me off when we have scheduled appointments.

Maybe people think that because I work out of my home that I just loll around all day waiting for someone to call me. Maybe my clients think that a scheduled meeting time is just a suggestion. I don't know what is going on but let me assure you that working from home is no vacation. My schedule is packed so tightly that sometimes I barely have time to work out or walk the dogs.

This week two clients (both women) suggested the particular days and times that they wanted to meet this week. I accommodated both of their schedules and when the time came for the call they both forgot. How does that happen? You suggested the time so presumably you looked at your calendar and then wrote in the time we agreed upon. The client who blew me off today said that she was unexpectedly home with her kids today (kids screaming in the background) and she couldn't concentrate at home. What? Once again lady, you suggested the time for the call, not me and if you needed to cancel you could have just sent me an email this morning.

What really frustrated me about today's client is that she called me last Friday and told me that she was in a rush to get her resume done. In fact she said she wanted it done by late this week so she could hand it out to folks she anticipated meeting an an industry conference. I told her that I am swamped right now but that I would get her a first draft by Tuesday at the latest. Then, I rearranged my schedule on Friday just so I could get this woman a first draft that day because I took her at her word that the resume was important to her. Lets review: She called me on Friday and said she was in a rush and subsequently received a first draft from me that day after I told her how swamped I am....do you think she emailed me to say "thanks" or to talk over the weekend about her resume as I had suggested? No, she didn't respond at all until Tuesday. When I sent her the draft on Friday and suggested a weekend conversation I was trying to do 2 things: (1) accommodate a client who needed a resume quickly, and (2) frontload my work so that I didn't have to fit her in to my schedule during a busy week.

Last night I had an evening call (I hate scheduling calls in the late evening and rarely do so) with a client whose wife is a friend of mine. We were scheduled to talk at 8pm and I had told him that I had exactly 1 hour to spend on the phone. At 8pm I called his home and got voice mail. Then the client sends me an email that he will call me in about 5 minutes. He called at 8:30 pm. I told him that I only had until 9 pm. The guy wouldn't let me off the phone...he talked until 9:45 pm. I know I should have been firmer about getting off the phone but I could barely get a word in edgewise. So I worked until 10 pm last night which cut into the time I could spend with my husband.

For those of you who think that working from home is a blow-off or that scheduling time is optional let me share my schedule on an average day:

7 - 7:45 am write blog
8 am - breakfast/cleanup
8:30 am - walk dogs
9 am - 10 am client call
10 am - 10:30 am return calls from previous day
10:30 am - 11 am resume edits
11am - 11:20 am drive to the gym
11:20 am - noon work out
noon - 12:20 pm drive home from the gym
12:20 - 12:30pm quick shower/grab sandwich/head up to office
12:30 pm rush up to office to do final edits before 1pm call with client
1 pm - 2pm call with client to edit resume - OOPS Client is a no show
1:15 pm - use time to call new clients and edit other resumes
3pm - 4 pm client call,resume edits
4pm - 5pm client call. OOPS client is a no show until 4:30 pm.
4:30 - 5:30 pm client call which started 30 mins late
5:30 - 6:30 pm more resume writing and editing
6:30 - 7pm get organized for tomorrow/send out invoices
7pm - dinner with my husband
8 - 9pm more editing
9 pm quit for the day

Now I am not suggesting that I work harder than anyone in the world - that isn't my point. My point is that when I rush home from the gym to meet with a client for an appointment we scheduled last week I expect him/her to be ready to talk to me. Otherwise I raced through traffic for no reason. I don't mind cancellations at all...in fact sometimes a cancellation frees up some of my time just when I need it. My problem is with people who are no-shows for appointments or who keep me waiting for half an hour while they do whatever they are doing. Usually I have great clients but this week it seems like I have run across a bunch of people who are inconsiderate of my time and I don't appreciate it. This garbage is particularly annoying to me when I bend over backwards to accommodate rush jobs that don't really fit into my schedule.

So ends my rant. Thank you for listening.

Maybe I should create some kind of penalty for clients who are no-shows for meetings...maybe charge them a fee?

Article by Liz Handlin and courtesy of Ultimate Resumes

Posted by Candice Arnold on February 25, 2008 at 6:48 PM | Leave a Comment (0)

There are many schools of thought about salary negotiations and it appears that a great many of them involve game playing, duplicity, and tiptoeing around an actual number. I read a post by another blogger yesterday who gave what I thought was pretty bad advice about forcing the hiring manager or recruiter to give a range or a number before answering the question, "What salary are you looking for?" Obviously everyone wants to get paid as much as they can but it doesn't make sense (for most people) to refuse to answer this question with, at the very least, a salary range because if you do that you may just irritate the recruiter who asked the question.

Why do recruiters ask for your salary?
Let's face it most of us wouldn't work for anyone else if we didn't need the money. So money is an important part of the employment relationship. If your current salary is far below the salary range of the job that you are interviewing for, the hiring manager will want to understand why. Perhaps your current employer pays below market rate? Or, it could mean that your skill set isn't as developed as the job requires. If you are selected for a job that pays significantly more than you are currently making an employer may make you a salary offer that falls near the bottom of the salary range. The reason that some employers do this is so that they have more latitude to reward you for good performance with merit increases and promotions than if they had paid you at the top of the salary range. If your current salary is higher than the range for the job you are interviewing for, you may not want to interview for a job that pays so much less. On the other hand, maybe you are willing to take a pay cut to join a really elite team. If that is the case this topic needs to be discussed in an interview.

I have been involved in all sides of salary negotiations: as a headhunter, as an in-house recruiter, as a hiring manager, and in salary negotiations for myself. While I don't necessarily consider myself to be a great negotiator I do have a pretty good understanding of what is going on behind the scenes in salary negotiations and I hope to offer some suggestions for candidates.

Salary negotiation depends on several things:

Your level of experience and the level of the job you are interviewing for
- the less experience you have and the less unique your skill set the less room you have to negotiate

With whom are you negotiating? (Hiring manager, HR representative, executive recruiter)
- In most companies hiring managers make decisions about how to allocate their budgets. Generally HR representatives are messengers who report your past salary, salary requirements etc to the hiring manager. In some organizations the HR manager negotiates on behalf of the hiring manager. Find out who makes the final decision about salary and perks and, if possible, deal directly with that person.

Type of company (small private company, company with VC money, large corporation, public sector)
- Large companies may have more money but they usually have more policies, procedures, and bureaucracy. In many large companies hiring mangers may not have a lot of latitude to offer larger salaries to new hires. In small companies there may be more latitude but they may have fewer resources. If you think your skill set is worthy of a large salary make a case for that during the hiring process. Make sure your resume sells your unique accomplishments and skills (back this information up with metrics when possible) and be sure to discuss those things when you interview.

Other perks that come with the job
- Jobs that come with big benefits, big bonuses, perks (use of company plane), company cars, tuition reimbursement, sometimes have less flexible salaries because the employer realizes that the job is going to provide lots of other compensation.

Financial situation of the company you are interviewing with and industry trends- Profitable companies in growing industries are more likely to offer higher salaries so do your homework about the company and industry before trying to negotiate salary or benefits.

Salary Range
In most situations, a recruiter (in house or headhunter) will tell candidates the general salary range before they come in to interview. In fact I haven't heard of too many cases where a candidate doesn't have some idea of what the company can offer. It's just a practical matter - if your salary or experience level is way off the mark it would be a waste of time all around for you to interview.

Salary vs. Total Compensation
When you are asked your salary you can discuss total compensation or actual salary. I used to work for a company that would send us a report each year that explained our total compensation package. That was the dollar value of our benefits, vacation, tuition reimbursement, bonus, and anything else we got from the company. Add up the total compensation you are getting from your current employer and you can use that number in salary discussions but be clear that you are discussing total compensation not salary numbers. If you want to fudge the total compensation number up a few thousand, you can do that without appearing to be a liar. Total compensation isn't always an exact number so that is a number that you could conceivably play with a little bit in order to appear to be making a higher salary. But never ever lie about your salary because it is just so easy to find out what it is.

Due Diligence
Before interviewing with a company find out everything you can about compensation practices, benefits, perks, and performance expectations so that you will know what to expect when you get a job offer. Also, if you have this type of information you will be able to figure out what is and is not negotiable at the company.

Never Lie About Your Salary
All that an HR person has to do is call your current employer and ask them to confirm the salary number you gave them...if the number isn't the same (your employer probably won't tell them the exact number anyway - most just confirm information) then you look like a liar. I have also known some companies that require potential hires to bring in the previous year's W2 form and others that contract background checking services to check out potential hires. Again, if you lie about your salary you will probably forfeit the job.

Senior Executives/C-Level Executives
If you are a very senior level executive salary negotiations are much more flexible than if you are a junior player or even a mid-level manager. Most companies have a lot of flexibility in terms of salaries, bonuses, option grants, and other perks for senior level execs simply because the expectations for their jobs are so high. If you are a senior level executive you should probably contract an attorney and/or a retained search firm to negotiate your compensation package, contract, and severance agreement for you. Tell your attorney what you want and let him/her negotiate with the attorney for your potential employer. Top execs get incredible pay packages and perks and they seldom do the negotiating themselves.

Middle Managers
If you are applying to a large corporation as a middle manager the salary that they are planning to offer you is probably not terribly flexible. You may be able to negotiate a signing bonus, or get the company to pay back any relocation or tuition assistance that you owe to your current employer. You may be able to negotiate extra stock options or stock grants as well. The key to getting those things is to convince the hiring manager that he/she can't live without you. Be likable and showcase your accomplishments in the interview. Don't lie about or inflate your current salary. When you are asked for your current salary or your salary expectations give a range and find out about benefits and other perks that will factor into your total compensation package. Your new boss will probably want to pay you as much as he or she can but may be constrained by corporate policy or budget issues that you don't know about.

Sales Jobs
Great sales people can negotiate great compensation packages based on performance. Sales are one area where companies are willing to pay big bucks for top performers because they directly contribute to the bottom line. If you are a great sales person with an outstanding track record, bring some metrics with you to the negotiating table so the potential employer can see exactly what they are getting for their investment in you.

Entry Level or Junior Level Jobs or Non-Exempt Jobs
If you are entry level or a fairly junior player without specialized skills and experience you just don't have a lot of room to negotiate. You may be able to get a higher salary if, say, you have to commute further to the new job or you need to buy a car to drive to the new job. If that is the case, mention it to the hiring manager and ask if they would consider additional compensation to cover your additional commute costs. If that isn't an option for them perhaps you can negotiate a flexible work situation that includes telecommuting for part of the week. You may also be able to negotiate additional days off or tuition reimbursement. Many companies have a dollar amount that they offer to junior employees - particularly those who join the company as a member of training program or a class (i.e.: first year Big 4 auditors or consultants) and that number tends to be pretty rigid.

Article by Liz Handlin and courtesy of Ultimate Resumes

Posted by Candice Arnold on February 25, 2008 at 6:37 PM | Leave a Comment (0)

Can you type and walk at the same time? I'm not talking about thumbing your portable device as you walk into work. I'm talking about walking while you tap on your keyboard and paw at your mouse.

The creators of the Walkstation certainly hope you were born with the ability to multi-task.

In what's possible the world's first truly "portable" office, the Workstation is exactly what it sounds like, a treadmill with a built-in work surface.

Topping out at 2mph, and constructed with a whisper-quiet motor, you'll be able to burn calories without distracting your co-workers. That is, of course, assuming that they won't be jarred by the fact that you're walking in place all day.

Since one of Jobacle's missions is to Make Work Better, it's difficult for us to mock something that adds an additional layer of personal development to the place where we spend the majority of our time. So while my instinct just wants to laugh at the thing, I won't knock it until I try it. Here's what I perceive as a few of the pros and cons.

Pros:

Burn calories. The potential exists to burn 300,000 calories a year on company time.
Creativity. Perhaps those endorphins will bring your brainstorming to the next level.
Health. Sitting sedentary all day presents more health risks than being in motion.

Cons:

Expensive. Each Workstation costs around $4,000.
Large. As companies treat us more and more like sardines, I highly doubt they'll increase the amount of personal space we're allotted.
Awkward. Unless everyone is doing it, it's likely these machines will be a distraction.

I wouldn't expect your cubefarm to be invaded anytime soon. These machines will have to shrink is size, drop in price, and produce solid data on the benefits to the organization - not just the individual.

Out series of free workplace workout never came to fruition (maybe in the future), but one of our listeners can show you how to get buff with a pair of scissors.

If you're interested in learning how to do yoga at your desk, download this episode of the Working Podcast.

Article by Andrew G.R. and courtesy of - your cure for carbon copy career advice!

Posted by Candice Arnold on February 25, 2008 at 5:27 PM | Leave a Comment (0)

This is a guest blog post by Sally Lawton.

Make a promise to find a new job, finish a degree on time, or learn a new professional skill, and most of the time, it'll never happen. There is a lot going against simply resolving something for yourself, but Stickk.com is out to change that. Developed by researchers at Yale University, Stickk creates contracts with yourself, and lets you create the incentive to finish.

While the focus is on smoking cessation, fitness, and weight loss, users can create a plan to meet professional goals, too. Let's say your plan is to find a better job. You create either a one-shot contract with a firm dead date to find a job in six months, or an ongoing contract to submit 10 resumes a week. For encouragement, you choose a referee. This person - a close friend, family member, or mentor - confirms your success for Stickk.

When first signing up, users commit money: Confirm success, receive a full refund. Fail, and the money goes either to a friend or to a charity (none goes to Stickk). If that isn't enough to get you to finish, you can always donate your money to someone you don't like or a charity you oppose. Watch FOX News? Why not set it so that if you fail, your money goes to NPR? It's a little extra motivation. Soon, Stickk will add a community feature that allows users to find solidarity with others meeting similar goals.

Stickk is a truly unique idea. Everyone makes internal commitments, but actually fulfilling these promises is difficult. Stickk puts goals front and center, and gives you the support system to fulfill them. Of course, the same can be accomplished by asking a good friend to coach you, but having the structure of an organization adds a certain gravitas. Not everyone may be keen on putting their money on the line, but that is sometimes what it takes. When the community features rolls out, Stickk might just help a lot of people get things done.

Bottom line, Stickk is a clever tool for those of us who need a little extra nudge. I might just take a contract out on myself and finish that book I keep picking at.

Article by Andrew G.R. and courtesy of - your cure for carbon copy career advice!

Posted by Candice Arnold on February 25, 2008 at 12:52 PM | Leave a Comment (0)

It never ceases to amaze me how many people seem unwilling or unable to promote what they are naturally good at to those that need to know.

One client I am working with who is currently working for a large Fortune 500 company where a strong internal profile and personal brand is key to getting the next opportunity or promotion, just does not seem to get it - but then no-one has even shown them how to do it - authentically.

This was their dilemma. How to brag without appearing brash, arrogant or just plain big headed?

Be shameless about promoting yourself and take these 10 steps to displaying your talents!

1. Know exactly what it is you do to or for others. You need to be able to express this in a very short, memorable sentence, so that when people have a particular issue that you can solve they immediately think of you. Most 'branders' will tell you it has to be 12 or less words, some say 7, some say even 2 or 3. Whatever it ends up being make it impactful.

2. Make it impossible for someone to say no to you after they have met you. If you have managed to do all the hard work and gained someone's attention, make sure that you provide them with enough that they feel they cannot leave the interaction without wanting more. It could be they ask for more information or call in a few weeks, or even want to introduce you to someone else.

3. Do not shy away from what you do and love what it does for others If you are not passionate about what it is you do, if you are embarrassed when people ask then its draining and negatively impacting on all that you do. Find something that connects with your values and delivers a difference. This is perfectly possible in a corporate environment.

4. Do not be like the cobbler and his children Quite often I hear the phrase "Typical, its like the cobbler who's children had no shoes....." I will admit it, even I am guilty of this sometimes. Does it not make sense that if you are in marketing you have great examples of your campaign success? Or you can present facts and figures in an understandable format if you are finance? Or you sit in a meeting with a PDA or tablet PC if you are in IT.

5. Do more of what you are good at, leverage your talents. What are you particularly known for, your unique ability? How can this be weaved more consistently into your everyday actions? Become known for something that proves to be invaluable, because then you are.

6. Not everyone knows what they want, help them. Everyone is overwhelmed today - too much e-mail, too many choices, too many requests on their time, not enough resources. Be sure of what it is you can do for people then ensure that you tell them and then demonstrate how that is going to be useful to them. If they can see the relevance the decision is made.

7. Attach the emotions, let people feel the connection. Make someone sit up and take notice about your talents by making it real - make an emotional connection for them. Be more emotive in describing certain examples of the situation before you got involved, the challenges faced, the feelings associated with those problems. And then the feelings after you were able to help with your talents. Then people can feel connected to you, what you can do for others and be mindful of that when they hear of others in a similar bind.

8. Do not leave anything out. All too often when we are using our unique talents we take a lot of what we are able to do for granted. After all, it just comes so naturally that it is not a strain, isn't that the same for everyone? Well no it's not. Do not leave anything to chance, ensure that they fully appreciate all of your value.

9. There can be a degree of jealousy from some angles, others will want to see you fail. Be ready with an effective response.

10. Build your brand - everywhere. Ensure that all you are doing, saying and communicating is a reflection of how you want to be known, and that information is what you want others to know. By the time they actually reach you then you have got them at Hello!

By Paul Copcutt and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on February 25, 2008 at 11:51 AM | Leave a Comment (0)

Reprinted courtesy of TheCareerNews.com

TOPEKA, KS -- Even if your work experience is a little weak, you probably have life experience that'll help you. After all, it's not really your job history that employers are interested in -- it's your talents, abilities, knowledge, work ethic and attitude. It's likely that you've developed and fine-tuned these traits through your school work, volunteer activities, and interactions with people throughout your entire life.

The key is to identify your best attributes from your life experience and promote these to potential employers in the right way. Make a detailed list of all your talents, skills, knowledge and personal qualities. Think about all you've done in your life and what you've gained from it. If you've participated in a sport, you've shown commitment, discipline and teamwork. List what you've learned in school: computer skills, software applications, math, science, communication, etc.

Once your list is complete, you'll see that you really do have experience! Now all you have to do is convince them of that. You can do it ... you've convinced people of things all your life. So use this skill during your job search and you'll be gaining work experience in no time.

Article by Bonnie Lowe, Best-interview-strategies.com, and reprinted from TheCareerNews.com. Get the latest breaking News, Tips and Tools for your job search, Free!

Posted by Sarah Ennenga on February 22, 2008 at 3:00 PM | Leave a Comment (0)

INTRODUCTION

Never in the history of modern-day business have you - as a working adult - had so many different options for your career. Not only do you need to decide WHAT you want to do - finance, sales, IT, HR, general management, etc. - you have to decide HOW you want to do it. Do you want to be:

• An employee, enjoying the safety, security (somewhat questionable these days!), and benefits of "corporate" employment. There are a great many positive things to be said about getting that W-2, your pension plan, and all the other perks.
• A consultant, thriving in the world of projects, clients, and solutions. The diversity of a consulting career intrigues many senior managers and executives, allowing them to leverage their particular expertise and enjoy lots of different experiences and opportunities.
• An entrepreneur, defining and pursuing your own course of action. Entrepreneurship can be enticing and tremendously rewarding, but you must learn to live with the risk and potential for financial uncertainty. It can be a heavy load to carry.

This article will focus on each of these different career paths, their advantages and potential disadvantages, to help you determine which is most appropriate for you. We begin with the most widely pursued path, that of the employee.

WORKING AS AN EMPLOYEE

Despite the uncertainty of financial markets, the recently poor performance of the technology sector, and other depressing economic news, the opportunities for employment do exist - today and in the future. Finding them might take a bit more effort and creativity than in years past, but jobs do exist and will continue to exist.

If you've made the decision to pursue employment, then you must ask yourself the following questions:

• How are you going to manage and advance your career?


• How are you going to position yourself for continual increases in your compensation?


• How will you find self-satisfaction and personal fulfillment in your job?

The single most important thing to remember as an employee is that no matter who writes your paycheck, ultimately you work for yourself and for your family. Therefore, your job must not only provide money, benefits, and the like, it must also provide you with a feeling of self-worth and personal identity. In a world where work often dominates our lives, these personal feelings of value and contribution are vital to your own personal growth and sense of achievement. Just as critical, your employer must find value and worth in what you bring to their organization.

Planning and preparation are key. It is strongly recommended that you develop your own "Career Map," a tool that allows you to envision where you will be a year from now, 5 years from now, 10 years from now, and so forth. With your "Career Map" in hand, you'll have a roadmap to chart your projected career growth and direction, knowing that it will change over time as you move forward, encounter new opportunities, expand your knowledge, and reposition yourself for continued growth.

When you have a plan in hand, you have control over your destiny, something that all too many employees feel they give up when they accept an employment opportunity. Many believe their careers are now in the hands of the company, and they sit passively by, waiting for the company to make the next move.

But, not you! You know that your objective is to move up another tier in the management structure of your company, or another company, within the next two years. In anticipation, you should engage in the following activities:

• Prepare and continually update your "Achievement Journal," highlighting each and every contribution, project, cost saving, revenue increase, and more that you've delivered to the company. This will be a vital tool in negotiating your next promotion and accompanying salary increase.


• Develop a "Networking Resource File" that you can easily and quickly update with each new network contact, people who may be of value when planning and executing your next job search campaign.


• Prepare a "Compensation Chart" to specifically depict your REALISTIC projections for growth in salary, benefits, and other financial perks. Keep this with your Career Map and update them simultaneously.

As an employee, you strive to meet two independent, yet interrelated, agendas - your personal agenda and the agenda of your employer. It is quite possible to achieve both as long as you are clear about what you want and can communicate that information, and your supporting qualifications, achievements, and talents, to an employer.

WORKING AS A CONSULTANT

Ten years ago, there were few consultants, and those who were, most often worked for the large, well-established consulting firms. Today, however, consulting has become a rapidly growing profession, advantageous for both the consultants and the companies who engage them.

As a consultant, once you've established yourself and built a solid reputation, you are free to pick and choose your assignments, concentrating on areas of professional interest and challenge to you. Further, you are often quite well paid for your expertise, and the opportunities are unlimited. There are consultants who specialize in strategic planning, sales, marketing, IT, HR, productivity and efficiency improvement, corporate and investment finance, mergers and acquisitions, operations, and virtually every other profession and function you can think of.

As an employer, you can capture the best talent for a specific project or assignment, whether for two weeks or two years, and be "done" with a consultant when the project is complete. There is no long-term commitment or "marriage" as there exists between employer and employee.

If you've made the decision to pursue a consulting career, then you must answer the following questions:

• Do you thrive in a constantly changing work environment? Consultants are on the move, from client to client, working in a diversity of organizations. To succeed, you must be able to quickly adapt to your changing environment and get up to speed almost instantaneously.


• Can you handle the pressure of constant deadlines and commitments? More often than not, consultants work on time-sensitive projects and are constantly pressured to deliver, deliver, deliver. Can you handle the stress?


• Do you have strong team building and team leadership skills? Teaming is the preferred method of operation in tens of thousands of companies today. Virtually no one works independently. Rather, you are engaged as a consultant to either participate on a team or lead that team. Do you have the requisite management, leadership, and communication skills to meet that requirement?


• Are you a talented marketer, confident, articulate, and self-motivated? Most consultants, other than those employed with the largest of consulting firms, must sell their consulting services as the first step in building new client relationships. As such, no matter your area of specialization, you must be an astute marketer, able to quickly communicate your knowledge and expertise; able to quickly demonstrate your value to a prospective client.


• Do you wish to work as an independent consultant, or do you prefer to join an established consulting firm? This is perhaps the most critical of all questions.

If you choose a career as an independent consultant, you are choosing what many consider an entrepreneurial path. There will be no single employer writing your paycheck, no paid sick days, no paid holidays, and no paid benefits package. Rather, you will have to create your own opportunities through a combination of your marketing savvy, your client relationship management skills, and your particular area of consulting expertise. What's more, you have to ask yourself if you can live with the financial risk of self-employment and the roller coaster of emotions that often follows along. You're "up" when you're working and "down" when you're not.

If, on the other hand, you choose to join a consulting firm, you are often getting the best of both worlds - the dynamic and constantly changing working environment that appeals to so many consultants, along with the stability of that biweekly paycheck from your employer (the consulting firm).

Today, consulting is a well-established and well-respected career path appealing to the professional, the manager, and the executive. Opportunities abound as companies have realized the tremendous financial and operational benefits consultants can bring to their organizations. It truly is a "win-win" for everyone involved. If you have the fortitude, the drive, and the expertise to position yourself as a consultant, you will find the personal, professional, and financial rewards can be quite significant.

WORKING AS AN ENTREPRENEUR

Nations around the world have nurtured entrepreneurship in its various forms for centuries, but never before has there been such a phenomenal number of entrepreneurs, from the small business owner down the street to Bill Gates of today's technology revolution. It is vital that you be realistic in your expectations, knowing that the vast majority of entrepreneurs own small ventures and not mega-corporations. We are not seen on Oprah, not featured in Time magazine, and not rushing to the bank with our millions of dollars. Rather, we are hard-working individuals who have chosen an entrepreneurial career path for a diversity of personal and professional reasons.

Before you make the decision to launch an entrepreneurial venture, ask yourself the following questions:

• Are you a risk-taker?


• Can you live with the uncertainty of when you'll get your next paycheck? Do you have money saved?


• Can you work tirelessly for weeks and months on end? Do you have a high level of energy?


• Can you work through disappointments and lost opportunities, and continue to move forward?


• Are you confident, assertive, self-motivated, and self-reliant?


• Do you have the emotional support of your friends and family?

If you answered "yes" to these questions, then you most certainly have the entrepreneurial grit, determination, and support system that are so vital for success. Without those qualities and an intense commitment, you'll face an almost insurmountable challenge.

Then, ask yourself why you're considering entrepreneurship.

• If it's to escape the drudgery of a 9-5 job, forgot it! 9 to 5 will seem like a vacation when you're self-employed.


• If it's to make a ton of money, forget it! No matter the business concept, no matter the marketing strategy, no matter your network of contacts, no matter anything, building a new venture COSTS money. It will take time, maybe 6 months, maybe 3 years, before you ever begin to see a steady stream of profits.


• If it's so that you can call your own shots, forget it! Although you may be profitably self-employed and think that you're running the show, the reality is that your customers/clients run the show. Now, instead of reporting to just your manager, you're reporting to each and every client that you work for. Your accountability increases, not decreases.


• If it's so you can pick and choose which hours you want to work, forget it! You'll find that you're working ALL of them to meet client and project deadlines. Sure, it's easier to take a Friday off here and there, but only if your business continues to operate and respond to client needs in your absence.


• If it's to create a stable working environment, forget it! Entrepreneurship is a dynamic and forever-changing career path. You must be able to work fluidly, be willing to change as the market and your customers dictate, and be able to emotionally handle the constant flux in which you may find yourself.

Are you totally discouraged now? Don't be! Yes, there are uncertainties, long hours, lack of sleep, financial concerns, and tremendous commitments as an entrepreneur, but there are also tremendous advantages. As an entrepreneur and small business owner myself, I cannot imagine doing anything else. Despite the many negatives, there is no other career path that would have been appropriate for me. Is it the same for you?

SUMMARY

Work is such a huge part of our lives today that both personal and professional fulfillment are vital in your career. Now, with such unlimited opportunities as an employee, consultant, or entrepreneur, you can pick and choose the path that is most closely aligned with your skills and long-term career objectives. Go forward with zest and determination, and make your career what you want it to be!

Article by Wendy S. Enelow, Master Resume Writer & Credentialed Career Master, Author, Trainer & Career Consultant. To read more from Wendy, visit www.wendyenelow.com/bookstore.php.

Posted by Sarah Ennenga on February 22, 2008 at 12:35 PM | Leave a Comment (0)

Is this a face to face Interview? When you receive an invitation or request to interview for a job via a webcam online, it should be treated as you would any other interview. Virtual interviews are here, and candidates must prepare properly to be considered. I'm not talking about Video Resumes, these can be edited and done over again and again to get it right. This is interviewing in real-time or vitually via a webcam online for a job you've applied for. Candidates and employers are interviewing face to face or Cam to Cam, it's imperative both parties are prepared. Webcams must be checked and tested prior to interviews, sound and video must be working or adjusted. Candidates are encouraged to do a test with a friend or colleague prior to the interview day. Preparation is the key for a candidate to differentiate him or herself from the competition. Employers will want to see you are educated about their company and the position you are interviewing for. Being well prepared and not to mention a nice new suit will help your Webcam interview be a succesful one.

By: Michael Policano, Real-Time Video Interviews

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Lisa Colbert, CollegeRecruiter.com on February 22, 2008 at 9:58 AM | Leave a Comment (0)

The ultimate marketing sin is to be boring and ordinary.

The above statement appeared as an introduciton to a "Quick Tip 'O the Week" that arrived in my Inbox today from someone named Rich Webb, who bills himself as a Marketing Consultant, Writer and Speaker and President of Winning Edge Marketing and Tele-Help. I am not sure how I ended up on his e-mail distribution list, but he certainly caught my attention with that statement.

"The ultimate marketing sin is to be boring and ordinary.' What great information for job seekers to keep in mind as they develop and design their resume and job search marketing letters!

Mr. Webb built on this statement with the following observations and advice:

" It has always been a terrible act of marketing tragedy but in today's cacophonic world, when all things seem to be constantly shouting for out attention throughout the day - it is especially critical.

You must find a way to add drama to your marketing message and ignite interest. Your ads should be like a fuse that fires up and leads to an eruption of your prospect's attention.

Think: What benefits, phrases, solutions, and offers can you use to create an explosion of your client's interest?"

With thousands of job seekers competing for an employer's attention on any given day, this is certainly not the time to come across as boring or ordinary. If resumes and cover letters are akin to "ads" and employers are "prospects," than the question is this: Are your "ads" featuring benefits, phrases, solutions, and offers that "ignite interest?". If not, it's time for a change!

By Norine Dagliano and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on February 21, 2008 at 9:25 PM | Leave a Comment (0)

Reprinted courtesy of TheCareerNews.com

New York, NY -- It's time to start thinking about preparing your tax return. When you're job searching, it's important to keep track of your job search expenses, because many of these costs may be a tax deduction. If you've been looking for a job in the same line of work you're currently in, many of your expenses like phone calls, the costs of preparing and copying your resume, and career counseling are tax deductible.

You don't have to be out of work to have some of your costs qualify as a deductible expense. However, if you have been unemployed during the last year, you'll need to report your unemployment compensation as income. Also, severance pay, bonuses, 401K and/or other pension distributions may be taxable.

Work done as an independent contractor also must be included in your income. You can deduct certain expenses you have in looking for a new job in your present occupation, even if you do not get a new job. You may be able to deduct employment and outplacement agency fees, travel expenses related to your job search, and other expenses you accrue while looking for a job in your present occupation.

Article abridged from About.com, and reprinted from TheCareerNews.com. Get the latest breaking News, Tips and Tools for your job search, Free!

Posted by Sarah Ennenga on February 21, 2008 at 3:06 PM | Leave a Comment (0)

Reprinted courtesy of TheCareerNews.com

BOSTON, MA -- Sometimes you make mistakes in your career choice. A recent Gallup poll suggests that the majority of Americans aren't completely satisfied with their jobs, so you're not the only one! If you're interested in changing careers, being somewhat comfortable with your current position is recommended. Often people don't make good career decisions when trying to get away from something.

Resolving to change careers is a big step in life and requires ample consideration and planning. The hardest part of making a career change is figuring out what you want to change. Establishing whether you want to do something different or just work somewhere else is key. If you decide to change careers, go after a job you can be happy with. If you're creative, explore creative options. Are you more of a math person? Follow the numbers.

While stability may be holding you at a less than ideal job, it doesn't have to stop you from exploring your options. Make career change preparation part of your daily routine. Even if you only have an hour a week to devote to career activities. Make good use of that hour, and be happy about it.

Article abridged from BostonNOW.com, and reprinted from TheCareerNews.com. Get the latest breaking News, Tips and Tools for your job search, Free!

Posted by Sarah Ennenga on February 20, 2008 at 2:56 PM | Leave a Comment (0)

Will recruiters continue their lively pursuit of cap-and-gowners this year as recession hovers like an unwelcome cloud bank over a three-day weekend?

Somebody keeps track of that vital issue and that somebody is NACE, the National Association of Colleges and Employers.

In November, NACE reported the outcome of its annual fall survey of employer members. The findings showed intense competition for new college grads. Good news -- 2008 was shaping up to be a blow-out year with a whopping 16 percent increase over the previous graduating crop. Many employers said they were even planning to throw in signing bonuses on top of fine pay and benefits. That was then.

This is now. Business prospects In the U.S. have dimmed. Top economic policy makers and analysts are tripping over themselves to announce that events have overtaken projections of just several months ago.

So where does that leave the job market -- specifically your job market? The picture isn't as clear as it was not so long ago. In fact, NACE moved up by a month its annual spring updating survey to see whether a gloomier outlook is whittling back hiring plans this year. Inquiring minds want to know.

Exhale. Early returns on the updating survey are looking good -- more reassuring than disappointing. Yes, some employers do say they're pulling back on hiring budgets but, thus far, the overall outlook for June grads remains upbeat. A saving grace for graduates is the need of employers to replace boomers marching into retirement. Expect complete NACE updating results in March.

In the meantime, I'm a big fan of just-in-case action. Just in case your post-graduation job isn't a done deal, take a look at these five keys to warding off demon spirits in the Great Job Race. Just in case...

1. The Web 2.0 factor. Attracted by striking advances from the plain vanilla Internet job listings in the day of Web 1.0, job seekers everywhere are figuratively kicking in the doors to Web 2.0. A synopsis:

   Online social networks coax you to find connectors and employers. Wireless phones facilitate texting pals for S.O.S. job finding help. Online sites offer you a starburst of job information -- brilliant with text, graphics, video and audio. Live video interviews let you use cheap Webcams at home. Job listings flash when you're out and about on your iPod and other hand-held devices.

   Without doubt, Web 2.0 gives you more control over your job life than that enjoyed by any previous generation in history. Even so, it's a mistake to put all your hopes into one cyber-clever basket. But it's a bigger mistake not to use Web 2.0 to best advantage.

2. The 360-Degree Search. A smart search is a wide search. Don't forget about your school's career center and faculty. Don't overlook hand-to-hand networking through friends, Aunt Laura, and professional and affinity groups. Don't skip checking for both job ads and developing business news in newspapers and professional journals. And don't stop making hearty rounds of phone calls to generate informational interviews and job leads. At the end of each contact, ask "Who else should I be talking to?"

   Make a plan and work your plan. Keep track of your efforts with a free Web site, jibberjobber.com.

3. The Marketing Materials. Forget about cranking out an old-fashioned generic resume and calling it a day. Customize all resumes, cover letters, and other self-marketing materials by matching your specific qualifications to the position's requirements. Additionally, match your qualifications to the most frequent requirements of a career field when you're parking a resume on a job board or circulating it.

   Video resumes? Recruiters haven't yet fallen in love with them - they're too time-consuming to watch unless the recruiter is already interested in you and everything about you.

   Put a post-it on your keyboard reminding you to sell, not tell, as you create your masterpiece marketing materials.

4. The Company Research. In an interview, it's infinitely easier to sell yourself as perfect for a organization's management training program -- rather than being hired on a que sera sera basis -- when you're not information-challenged about the employer. In addition to company Web sites and podcasts, keep up to date by inserting company names and industries into the free Google Alerts service.

5. The Face-to-Face meetings. Try hard to get into the same room with a manager who has a job to offer and to convince that manager that you're the best fit of the bunch. Relying on your college degree alone to pull you through a competitive job search is short-sighted, as I note in the first chapter of my new book, Job Interviews For Dummies, 3rd Edition. Instead, prepare to explain why you should be hired instead of the next person, giving examples of your accomplishments to back up your claims.
   

-- Joyce Lain Kennedy, Author of Resumes For Dummies, 5th Edition, and Job Interviews For Dummies, 3rd Edition.

Posted by Steven Rothberg, CollegeRecruiter.com on February 19, 2008 at 1:34 PM | Leave a Comment (0)

It's not so much that you are competing for promotions as it is that you are competing to be the obvious, "no-brainer" choice when a promotion opens up. Generally speaking, it isn't a sudden dogfight among the top competitors for great promotions. Instead, it is fairly well known who will be chosen for the position ahead of time.

If what I say is true, and I stand by it all the way, then winning your next promotion happens long before the opening is announced or your interview begins. All of the steps and strategies in this book have been proposed for your benefit so that you will be absolutely ready when the opportunities arise.

I've done my best to give you the tools you need to win the best promotions and be happier in your work. I sincerely hope this guide helps you achieve your greatest life and career goals.

Bill Hanover is author of "No Sucking-Up! How to Win the Job Promotions You Deserve" and a Lean Manufacturing Consultant. You may learn more about "No Sucking-Up" at www.nosuckingup.com or Bill's consulting services at www.tpslean.com

Posted by Sarah Ennenga on February 19, 2008 at 10:57 AM | Leave a Comment (0)

Reprinted courtesy of TheCareerNews.com

LOS ANGELES, CA -- Need to brush up on your job search skills? A great way to dust away the cobwebs and jump back into the job search game is by updating your job search strategy. In today's job market, there are many great tools to assist you in your efforts - but this can often can be overwhelming without a little direction.

Consider enrolling in no-charge seminars and classes for registered job seekers in your area. This will give you a chance to increase your skills, improve your job readiness, and learn effective job search strategies. Here are just a few skills you can learn:

1. How to write a cover letter that markets you to employers.


2. How to compose a well-written, error-free resume that articulates your skills and course work as a match for the company and position.


3. How to interview and explain the value you can bring to a potential employer.

Article by and reprinted from TheCareerNews.com. Get the latest breaking News, Tips and Tools for your job search, Free!

Posted by Sarah Ennenga on February 19, 2008 at 10:44 AM | Leave a Comment (0)

Previously on our blog we told you how great the job market outlook is for those of you nearing graduation and embarking on your job search. Hopefully we have calmed some of your worries and you are starting to set up interviews and tour facilities with potential employers. Taking this into consideration, it seems like a good time to direct you towards an article written by Samuel Awoslu.

The article is titled 10 Tips For A Successful Physical Therapy Job Interview. If you are an Occupational Therapy student don't fret, you to can use the tips outlined by Samuel to nail your interviews.

"It's important that you handle yourself professionally and that you give the interviewer the ability to judge how you are going to perform once the clinic extends you a job offer.

It's expensive and disruptive to have a lot of staff turnover, so your interviewer is going to make sure that the right person is hired the first time. You're that person and it's up to you to let the interviewer know it. Follow these 10 tips and you'll look like the shining star that you really are!"

I bet you thought no one asked the cliche questions like; "what are your strengths and weaknesses" or "where do you see yourself in 5 years", but they DO and you better be ready to answer. Being prepared for interviews is the best thing you can do to get that job offer right out of school.

Good luck and remember, RehabCare has nearly 1,250 facilities nationwide in 43 states. Check out our website and view our current job openings. If something sparks your interest, use the interview tips you learned from Samuel's article in your interview with us.

Article courtesy of RehabCare Student blog. RehabCare provides college recruiting for Physical Therapists, Physical Therapy Assistants, Occupational Therapists, Occupational Therapy Assistants and Speech Language Pathologists.

Posted by Candice Arnold on February 19, 2008 at 8:57 AM | Leave a Comment (0)

I recently had a conversation with two professionals who had resigned from their jobs. She had resigned in 2003, he in 2005.

What was interesting about our conversation was that they were both talking about their job choices. Nothing was said in the conversation about plans to find the next jobs.

Instead, they both described various activities that they were both involved in. He was writing and had just finished a book and working on another. Good, of course. No publisher yet, however.

She was practicing a musical instrument, taking computer publishing classes. I heard her say that this was increasing her job skills, but there was still no job goal.

He mentioned, in addition to his writing, that he was thinking of renewing his building contractor's license. He had done this kind of work before to achieve a more professional status. Not so good! He is older and cannot do the "heavy lifting" required in a building contractor's job role.

Here is where I began to understand that they were both doing good while doing bad in making choices for new jobs. The doing good part was in remaining curious and active in life. The doing bad, was that there was no planning for the job part. Sure, it is important that people give
themselves freedom to experiment before they make concrete job choices. It is when this stage is prolonged with too many choices that the job seeker often makes poor job choices based on a lack of focus.

And, the doing good while doing bad is based on procrastination and in lying to oneself. The lying to oneself is done by engaging in "busy work", which does not lead to a job goal. Better to be active, yes, than hiding out and being depressed and not looking for anything. The key words are focus along with action that gets a job search going.

By: Marilyn J. Tellez, M.A., http://doitnowcareercoach.info

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Lisa Colbert, CollegeRecruiter.com on February 19, 2008 at 8:00 AM | Leave a Comment (0)

In this special guest post, Cynthia Shapiro, career expert and best selling author, says that, contrary to conventional wisdom, you CAN have an office romance without hurting your career if you know (and heed) a few "insider secrets."

He's got those electric blue eyes and that winning smile. You find yourself drawn to him, which is becoming a problem because you can't think straight when he's around. You've caught him looking at you too, and you are beginning to wonder, thinking "Should I go for it?"

This question can be exciting and scary even under ideal conditions, but what if this man or woman of your dreams is your boss? Or your subordinate? What do you do then?

Many career experts and companies would tell you to simply avoid love in the workplace at all costs.

But is that realistic? We spend more time at work than almost anywhere else, so how could we possibly avoid falling in love with someone we work with? According to a study from Vault.com, 58% of people have admitted to falling in love and dating someone at work.

But with all the talk about non-fraternization policies, CEO dating scandals, and sexual harassment fears, workplace dating has widely become known as a career killer.

I'm here to tell you it doesn't have to be as scary as you've been led to believe. Contrary to what many career advisors and employers have told us: you CAN have an office romance without hurting your career. In fact, without dating in the workplace, Bill Gates would still be a lonely bachelor.

It doesn't have to be a dangerous proposition if you know these insider secrets:

1. It's not sexual harassment to ask out a co-worker. Contrary to what paranoid employees may believe, or employers may have told you, it is not illegal to ask out the person in the next cubicle.

Here's how it's done: create a work relationship with this individual first. Find out what this person is like: do they have a tendency toward gossip and telling everyone about their personal life, are they related to the boss, are they already dating someone?

It's also best to research and know your company and industry policies on dating before you jump in, so you understand what may be at stake here (this can easily be accomplished by reading through your employee manual). Some industries have stronger issues with dating, and it's important to know what you'll be up against so you can craft a plan for success ahead of time.

Then ask this individual out for a work lunch to find out how they behave away from the workplace. Once you've created a solid work relationship, you can ask them out on a date.

But in the workplace, "no" really means no. If the person says no, you don't ask again. You can't continue to ask someone out over and over again. If they say "no," it's done. If they say "yes," you are happily ready for the next step.

2. Casual dating is a no-no. It's important to be aware of any potential consequences to your career before moving into a relationship with this person. The harsh truth is that love affairs do end, and a candid conversation about what might happen to your careers if things go south is more than a good idea.

It's also key to create a plan for what will now be a dual relationship, meaning you are considering entering into a joint personal and business relationship with its own inherent challenges. This type of dual relationship can create tremendous strain on a couple, and when pay and promotions are on the line, can even become explosive. It's best to have a plan of action before these potential scenarios arise. Consider and discuss each of these aspects carefully before things get started. Afterwards it's too late.

3. No Flirting. Dating a fellow employee is your private business and should not be obvious. Please resist the temptation to send ooglie, smoochy emails (most companies monitor emails, so they will see), and try to give each other some space so you're not tempted to dive into the supply closet together.

The Vault.com survey mentioned above showed that 28% of employees admitted to having a "tryst" in the workplace. That behavior is very dangerous to both your careers, and can even get you fired.

Keep it under wraps, keep it professional at work, and keep it private at all times.

4. Keep it private, NOT secret. There is one very important exception to the rule of privacy: if the person you're dating is above or below you on the ladder. For example, if you're a manager dating a member of your team, or vice versa. In this case, the relationship must be disclosed -- always.

Your direct boss and/or HR are the only ones you tell. Ensure the boss that things will be professionally maintained at all times, and that you will both follow the company policies and guidelines.

Disclosure is key for several reasons: it helps the company remove any potential conflicts of interest, and it removes the ability of one or both of you to come back with a sexual harassment claim that could endanger the company (there have been many cases of mutual relationships that ended in a scorned party claiming sexual harassment after the fact, so this is a real concern).

5. Make the necessary adjustments. If one of you has a direct reporting responsibility to the other, then responsibility for pay increases, reviews, and even work assignments will need to be transferred to another member of management.

Understand that one of you may need to be transferred to another department due to company policy or industry comfort levels. In some cases, the HR department will need to do a formal review to determine if there are any conflicts of interest.

This is a necessary step, you should defer to the company in this instance, and the company recommendations must be followed no matter what. You don't want your sweetheart to get the promotion of his dreams just to face accusations that he slept his way to the top. And you don't want to find love at the expense of your hard-earned career.

Can workplace dating really have a happy ending? Absolutely.

A SHRM study recently showed that when workplace dating is approached the right way, 44% of HR professionals have seen those relationships end in marriage and have even seen productivity increase.

I recently worked with a couple who wanted to date and both stay in their high-powered careers in the same department of their Fortune 500 company.

They disclosed their relationship properly, went through a review with HR to determine if there were any potential conflicts of interest, and today they are happily married and still working together successfully in their same positions.

So, don't be afraid of asking out that talented and charismatic "dream boat" in the next cubicle. With a few insider secrets you can date with dreamy delight - not danger.

Article by George Lenard, the originator of George's Employment Blawg, has over twenty years of experience in all aspects of labor and employment law, including preventive law as well as litigation. His special interests include employment discrimination, sexual harassment, and noncompetition agreements. He is currently a managing partner with Harris, Dowell, Fisher & Harris, L.C., in St. Louis, Missouri, and lives in the suburb of University City with his wife and family.

Posted by Candice Arnold on February 19, 2008 at 7:11 AM | Leave a Comment (0)

Lately I've been receiving a lot of LinkedIn invitations from people I do not know with the generic "I'd like to add you to my network" message and nothing else. This just isn't doing it for me. Maybe I should know you, but without a compelling message, it's hard to make that decision. And please don't take the easy way out and assume I will click on the link to your profile. Explain in the body of your email why I should connect to someone I don't know and what the possible professional synergies are. That will capture my attention and make you much more credible in my eyes.

LinkedIn users should stop mining data and start creating authentic relationships on-line that can eventually lead to valuable professional partnerships. That's the way to optimize its value.

Article by Barbara Safani and courtesy of Career Solvers. Barbara Safani is the owner of Career Solvers, has over ten years of experience in career management, recruiting, executive coaching, and organizational development. She is a triple certified resume writer and frequent contributor to numerous career-related publications

Posted by Candice Arnold on February 19, 2008 at 6:54 AM | Leave a Comment (0)

Given current events, I thought it would be appropriate for this dream job spotlight to focus on a political career. Below, we're talking with Chris, 29, a speechwriter who gets paid to put eloquent words in the mouths of our favorite candidates and is featured in my new book, How'd You Score That Gig?

Alex: How do you feel about being a political speechwriter and why?

Chris: I really enjoy writing, and politics, and this is the ultimate combination of the two. I spend my mornings combing through the major news papers, and watching TV, getting a sense of what is going in the world, and ensuring that I'm topical in my material. I have a little trick I use that really helps me change my voice or tone for each client, to ensure that everything I write for them is unique. I read comic books. See, each comic book hero has his own secret identity, strengths and weaknesses. They also have an arch enemy of some kind, and this creates some of the building blocks for great oratory.

Alex: How did you get your first paying job?

Chris: I got my first paying job by volunteering my services early on. Whenever there's an election, you reach out to the candidates, and offer your time and skills. They're always looking for able volunteers, and I honed my craft through lots of practice, for free. The closer you work with a candidate, the better your collaborative product is, and the better you get. Persistence was key. I had to chase one client for a year, asking him over and over to give me a shot before they finally said yes. Start at the bottom, and work your way up.

Alex: What in your childhood, adolescence, or college experience prepared you for this career?

Chris: Early in my childhood, my father was a political and social commentary writer. He always had things to say about the way the government was doing things. He has a lot of passion for the arts, and for writing. In grade school, I was an active public speaker, and then ran for student council in high school. I fell in love with politics from there, and continued with it in college. The love of writing came later, when I realized that I could help my clients articulate their thoughts in a way that would move people.

Stay tuned for more from Chris!

Article by Alexandra Levit and courtesy of Water Cooler Wisdom blog.

Posted by Candice Arnold on February 18, 2008 at 9:54 PM | Leave a Comment (0)

After all the hype with the superb promotion videos for Recruitment Juice, I couldn't wait to get hold of my copy to see if it lived up to all expectations, as I wanted to do a review. So finally at the weekend I was able to sit down and watch the full set of DVDs without interruption from the family. The set is made up of 6 DVDs all on a theme of "The Juicy Bits of New business!!" Now as a self proclaimed expert on New Business, I had pen [in] hand to take it apart layer by layer.

Firstly the series is broken down into seven parts and is made up of about 2 hours of video, plus a very interesting document called "the Perceptions of the Recruitment Industry", a must read survey if you want to be one step ahead of the competition.

The 7 sections were titled as below:

1. Its All About Attitude
2. Prepare & Plan For Success
3. Opening Calls With Impact
4. Questioning & Communicating with Confidence
5. Eliminate Objections & Close Intelligently
6. Strategies For Creating New Leads
7. Juicy Tips

Intermingled with all this knowledge was a series of sketches, which emphasised the good and bad habits of recruitment consultants when it came to new business, transmitted in a style of the TV series "The Office". Basically the sketches were set in an imaginary recruitment consultancy named Sunshine Recruitment. The two main characters were Wayne, who is the "I've been there done it all before" personality, with a wonderful cringe factor and the lovely Charlotte, who is the new recruit learning how to do the job, while making all the mistakes as we all did when we first started.

So I suppose the question is whether it's worth the £699 or £649 if you use my promotional code RECVIEWS, which Roy kindly wanted to pass on to my readers. Well the answer I suppose will depend on you, because having watched the video I can guarantee you will feel that you will have had value for money, as the series had been put together so professionally, with insights from top performers, superb tips and tricks, humour and above all your consultants will perform to a higher standard and produce more revenue, which is what it is all about at the end of the day, rather than making more calls than anyone else.

In the end I felt Roy made sure nothing was missed and even an old campaigner like myself came away enthused. But for me if I was to pick one thing that had an impact or should I say summed up the training, it was the phrase "Remember you are judged by the questions you ask rather than the products you sell", I couldn't have said it any better.

So if you want to find out more then please visit www.recruitmentjuice.com

Article by Stephen Fowler and courtesy of Recruitment Views blog.